Most people, especially young people, always need time to adjust after being hired or joining a new team. It is during this period that they get to know their colleagues and gain experience; But in the meantime, mistakes also happen. The main danger is not the mistake, but how the managers and team leaders treat the young member. These reactions can damage the attitudes of the person who is at the beginning of their career path. In this article, we refer to four job strategies for talking to new employees and strengthening their attitudes, performance and career guidance.
Research has shown that the first three years of a person’s work are the most important years of his or her career. People’s attitudes toward their jobs and their long-term performance are shaped by the experiences of these three years. Managers and leaders who design and implement appropriate strategies for training their young workforce will reap the rewards in the years to come.
Jerry Connor (co-founder of Coach in a Box) and his team have researched hundreds of thousands of job interviews over the years. They have acquired four basic skills in coaching and career guidance for beginners. These four skills are designed to address the issues that challenge novices the most:
- Strengthen adaptability and flexibility;
- Strengthen influence over others;
- Ability to design a career path;
- Thinking outside the box and being creative.
Developing each of these vital skills requires specific strategies for engaging with newcomers. Full attention to these skills can lead to short-term success and long-term job satisfaction. More than 70% of work commitment depends on the quality of the relationship between managers and employees. Managers who invest in strengthening these skills are not only more successful in retaining their employees, but also see better performance from their employees.
1. The first strategy is to strengthen adaptability and flexibility
When novice employees make a mistake, they blame themselves too much. These rebukes negatively affect their self-confidence and knowledge. This is where the manager and team leader intervene to prevent employee self-destruction. The novice should be allowed to criticize, but not get caught up in the process. With this skill, he maintains his mental balance, avoids judgment, and can focus on the choices he must make in the process of learning and moving forward.
The manager’s coaching role here is to listen and ask key questions to guide a novice employee, such as:
- How did you feel when your coworker said that?
- When you made that mistake, what did you say to yourself and how did you feel about yourself?
- What do you think this mistake means for you and your job?
Questions like these allow the novice to grasp the essence of the story instead of drowning in mental blame. As a manager, create a space for your employee to tell the story; Then help her understand that the story is not so dark and that others are not going to target her for a mistake.
Finally, once the dimensions of the problem are clarified, help him to learn the necessary lessons from his mistake and apply them in similar situations in the future. In this case, try not to judge your words positively and negatively. Your goal is not to solve your employee’s problems or to express sympathy and encouragement in vain, but to guide him / her to learn and gain more experience and, as a result, to strengthen adaptation.
2. The second strategy is to strengthen the influence on others
When a novice employee is challenged to communicate constructively with others, an experienced manager and leader will help him or her look at the issue from other people’s perspectives and find new approaches to interacting with others.
Jerry and his team, for example, investigated a novice employee who had trouble communicating with a top executive. From the novice’s point of view, that manager was indifferent and insensitive. During the career guidance, the novice coach encouraged him to take the place of the manager and look at things from his point of view. With this new perspective, the novice employee realized that what he considered to be indifference was actually due to the manager’s heavy workload. As a result, his defensive approach shifted to an empathetic approach to understanding the heavy responsibilities of the CEO. With this change of attitude, the form of his relationship with the CEO also improved and the same manager became one of his job coaches in his career.
So in this strategy, ask the novice to put himself somewhere else and see different issues through his eyes. Ask him out well if he is no longer absorbed in the connection. Be careful not to empathize and offer solutions. It is important that the individual achieves a different way of interacting.
3. The third strategy is the ability to design a career path
The goal of this strategy is to help novice employees find their career path. Certainly a career path cannot be designed without goal setting; But sometimes people who have a goal get so caught up in the work that they forget about it.
For example, an ambitious employee spent hours and days on a project. The result was satisfactory, but he was so tired that he declared that he did not want to stay. With proper intervention, his manager reminded the employee why he had joined the project from the beginning. The project manager asked appropriate questions to help him recall his goals and regain his motivation.
The manager asked such questions:
- What is your situation?
- How would you like the situation to be?
- What can you do to achieve the desired situation?
Show the novice how he or she can distinguish between the current situation and the desired situation and move towards the desired situation. In this situation, avoid expressing your personal experiences and the expectations of others.
If he does not yet have a clear goal, motivate him to gain experience in various fields to find his goal and direction.
4. The fourth strategy is to think outside the box and be creative
Sometimes novices fail to solve a problem. They try a method. If that doesn’t work, they either give up or try again, hoping to get better results this time around. In this situation, the novice employee may become helpless after performing a procedure several times. It is your job to discover what that is and to bring it about. Sometimes even the issue itself is not well defined; So its dimensions must be clarified.
For example, a young event organizer, no matter how hard he tried, could not attract many people to his events. He used different methods of propaganda and information each time, but the result was the same. The job coach helped her redefine the issue by asking the right questions. It turned out that the problem was not in the advertising strategies but in the content of the events. The events he held did not add much value and their content was easily found on the Internet. So he decided to focus on audience needs first and then design the event. The result was that he held one of the most successful business events.
Asking the following questions can help novices better understand the issue:
- What problem are you solving?
- How do you feel about him?
- Which aspect of the problem are you most concerned about?
- What are your observations of the behavior of others in the face of the problem?
The last word
By asking questions like the ones above, you are helping the novice figure out what they are struggling with. Once the dimensions of the problem are clarified, he realizes the drawbacks of his method and can then quickly move on to more appropriate solutions. Remember that, as before, your goal is not to provide solutions, but to clarify the issue for them.
These four strategies play an important role in improving the mental attitude of novice employees and in the long run, facilitate job satisfaction and their development. Coaching novices is a gradual process. We need to understand the needs of people and guide them in the right career path so that we can see their self-fulfillment in this path.